Diversity, Equity & Inclusion

We're making constant assessments to ensure we provide fair and equal access for all.

We believe that all current and future employees should have fair and equal access to all opportunities within Zoopla, regardless of age, sexual orientation, gender, disability, race, nationality, ethnic origin, membership of trade union, religion or belief.

Initiatives

How we're making an impact

Here are some diversity and inclusion initiatives that we’re most proud of:

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Flexible working

While mid-pandemic life remains unpredictable, we’ve seized the opportunity to re-imagine how, when and where we do our best work. We’re piloting a new working framework to figure out what the new normal will look like for us, with more opportunities for our people to find a balance that helps them be their best at work and at home.

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Mental health awareness

To help promote improved mental wellbeing throughout the business, we are rolling out a programme of mental health awareness training in partnership with Mind for all people managers.

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Apprenticeships

In July 2020 we welcomed our first ever cohort of Software Engineering apprentices to the business, 7 of whom are women. This is just one of the ways that we are committed to changing the ratio of women in Tech.

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Generating a feedback culture

We undertake employee surveys twice a year, run mini ‘pulse’ questionnaires every two months, and host “ask HR” sessions every week. All of this is to ensure we stay on top of maintaining a positive working environment and alert us to any improvements that need to be made.

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Diversity training

We run an internal training programme for our people managers to ensure they fully understand the principles of diversity and inclusion and to make sure there is consistency across the board.

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Gender pay analysis

We run regular data analysis sessions to ensure there is no pay inequality on a role-by-role basis at Zoopla. We are also working internally to tackle the issue of salary disparity.

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STEM Ambassadors

As of June 2021, 32 Zoopligans have registered to become STEM Ambassadors as part of a scheme led by STEM Learning. Our Ambassadors are being trained to deliver Tech We Can lesson plans in schools to inspire young women and girls to consider a career in Science, Tech, Engineering and Maths.

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Changing the ratio

We recruited our first Software Engineer apprentice cohort in 2020, in partnership with the Tech She Can charter, 70% of whom are female - the highest ratio our training provider had ever seen. Our programme has been highlighted by the Tech Talent Charter as a best practice model, and it will be used as a guide for all 200 signatories across the Tech She Can Charter.

Alarm Clock Icon

Flexible working

While mid-pandemic life remains unpredictable, we’ve seized the opportunity to re-imagine how, when and where we do our best work. We’re piloting a new working framework to figure out what the new normal will look like for us, with more opportunities for our people to find a balance that helps them be their best at work and at home.

Mental Health Icon

Mental health awareness

To help promote improved mental wellbeing throughout the business, we are rolling out a programme of mental health awareness training in partnership with Mind for all people managers.

Apprenticeships Icon

Apprenticeships

In July 2020 we welcomed our first ever cohort of Software Engineering apprentices to the business, 7 of whom are women. This is just one of the ways that we are committed to changing the ratio of women in Tech.

Speech Bubble with Thumbs Up Icon

Generating a feedback culture

We undertake employee surveys twice a year, run mini ‘pulse’ questionnaires every two months, and host “ask HR” sessions every week. All of this is to ensure we stay on top of maintaining a positive working environment and alert us to any improvements that need to be made.

Chart with Positive Yield Curve

Diversity training

We run an internal training programme for our people managers to ensure they fully understand the principles of diversity and inclusion and to make sure there is consistency across the board.

Icons representing gender

Gender pay analysis

We run regular data analysis sessions to ensure there is no pay inequality on a role-by-role basis at Zoopla. We are also working internally to tackle the issue of salary disparity.

Chart with Positive Yield Curve

STEM Ambassadors

As of June 2021, 32 Zoopligans have registered to become STEM Ambassadors as part of a scheme led by STEM Learning. Our Ambassadors are being trained to deliver Tech We Can lesson plans in schools to inspire young women and girls to consider a career in Science, Tech, Engineering and Maths.

Icons representing gender

Changing the ratio

We recruited our first Software Engineer apprentice cohort in 2020, in partnership with the Tech She Can charter, 70% of whom are female - the highest ratio our training provider had ever seen. Our programme has been highlighted by the Tech Talent Charter as a best practice model, and it will be used as a guide for all 200 signatories across the Tech She Can Charter.

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Reverse Mentoring

Each member of the Executive team will be participating in our new Reverse Mentoring Programme, launching this Summer. Our leaders are committed to leaning in, listening and learning so that they can affect the positive change that matters most and champion the voices of those who are less heard.

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Education

We’ve partnered with INvolve to deliver dedicated DE&I workshops for our Exec and Leadership teams, and we’re planning Conscious Inclusion training for everyone involved in hiring at Zoopla later this year. At the same time, we’ll be enhancing and expanding the regular training we roll out to all employees.

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Women in Tech

Zoopla is a founder member of The Tech She Can Charter, launched in a bid to increase the number of women entering the technology sector and the number of girls choosing to study science, technology, engineering and mathematics (STEM) and careers in technology.

The charter aims to tackle the root cause of the gender disparity in technology at a societal level, by inspiring and educating young girls and women to get into tech careers and share best practice across the other organisations involved.

Find out more
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Tech She Can Charter

This working group of businesses, which includes peers from Google, PwC, Oxfam and the Girl Guides, have united to promote STEM subjects and women in tech to create more diversity in the industry and build a future talent pipeline.

It recently created a manifesto to target schools in the Government’s social mobility 'cold spots', celebrate successful women in tech as role models and provide toolkits to help teachers throughout the UK educate pupils about working in tech .

We are incredibly proud to be part of such a significant charter and delighted that our Head of Talent is responsible for helping introduce young girls to the breadth of career opportunities available in technology, as well as encouraging over 400 schools to deliver the Tech She Can lesson plans.

Find out more
Analysis

Gender Pay Gap

This year, we’ve published three sets of data in one report; our snapshot data from April 2019, April 2020 and April 2021. 

 

Like many other businesses affected by the pandemic, our 2020 data isn’t a true reflection of reality. That’s why we’ve included our 2021 data, 9 months ahead of the Government deadline, so that we can get a more accurate picture of our diversity and trends over time.

 

Our report outlines the data from these three points in time, the actions we’ve taken so far and our commitments to making Zoopla a more welcoming, fairer and representative place to work, both now and in the future.

Read our 2019-2021 Gender Pay Gap summary.

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